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rePères DGafP
www.fonction-publique.gouv.fr
Directorate General for administration and the civil servicePresentation
2014 eDition
MINISTRY FOR DECENTRALISATION AND THE CIVIL SERVICE
Creation of the Civil Service Directorate (DFP) and the National School of Administration (ENA)
The DFP becomes the DGAFP
Creation of the Regional Administration Institutes (IRA)
Order organising the DGAFP
Creation of regional HR platforms (PFRH)
DGAFP restructuring
maJor DGafP
milestones
1945
1959
1966
2007
2009
2012
45Average staff age:
154 staff members
Operating budget:
e205m
59%of whom are women
74% of staff are in the top civil service categories
A few facts and figures
Intr
oduc
tion
The Directorate General for Administration and the Civil Service (DGAFP) plays many roles – it is, by turns, an advisor, an expert, a leader, a regulator and the “keeper of the regulations”.
In addition to fulfilling its mandate of ensuring consistency of regulations, the DGAFP is also a key partner for public employers. It is increasingly called on to lead interministerial, and even inter-civil service, efforts.
The DGAFP promotes information and experience sharing. We are fully committed to meeting the challenges of ensuring the unity of the civil service, encouraging the pooling of best practices, and helping the civil service to move forward in every area connected with HR management. Our goal? A more effective government administration with a flexible and efficient human resource management that is attuned to the issues of the day.
Marie-Anne Lévêque, Director General for Administration
and the Civil Service
Directorate General for aDministration anD the civil service
reGional hr Platforms – contact Details❚ alsace 03 88 21 62 73
❚ antilles-Guyane 05 96 39 38 05 [email protected]
❚ aquitaine 05 56 24 88 17 [email protected]
❚ auvergne 04 73 98 62 96 [email protected]
❚ Bourgogne 03 80 44 67 56 [email protected]
❚ Bretagne 02 99 02 16 62 [email protected]
❚ centre 02 38 81 46 79 [email protected]
❚ champagne-ardenne 03 26 26 12 82 [email protected]
❚ corse 04 95 11 13 12 [email protected]
❚ franche-comté 03 81 61 89 66 [email protected]
❚ ile-de-france 01 82 52 43 05 [email protected]
❚ languedoc-roussillon 04 67 61 69 23 [email protected]
❚ limousin 05 87 03 11 24 [email protected]
❚ lorraine 03 87 34 86 21 [email protected]
❚ midi-Pyrénées 05 34 45 33 45 [email protected]
❚ nord Pas-de-calais 03 20 30 50 43 [email protected]
❚ Basse-normandie 02 31 30 65 38 [email protected]
❚ haute-normandie 02 32 76 52 35 [email protected]
❚ Pays de la loire 02 40 08 64 71 [email protected]
❚ Picardie 03 22 33 84 12 [email protected]
❚ Poitou-charentes 05 49 47 24 92 [email protected]
❚ Provence-alpes côte d'azur 04 84 35 45 41 [email protected]
❚ rhône-alpes 04 72 61 62 20 [email protected]
Payroll Policy, Pensions and Working Hours
Bureau
Labour, Occupational Health and Safety Policies
Bureau
General Staff Regulations and Social Dialogue
Bureau
Specific Staff Regulations and Occupations
Bureau
Senior Management Staff Bureau
Director General
Deputy Director General
Department responsible for the National Payroll Agency
Quality of Legislation Bureau
Studies and Statistics Department
Secretariat-General
Steering and Interministerial Policies Service
Interministerial Coordination, HR Policies Assessment and Equal Opportunities Bureau
Recruitment, Training and Professionalisation Policies
Bureau
Career Advancement, Mobility and Local and Regional
Coordination Bureau
International Expertise, Forecasting and HR Policies
Benchmarking Bureau
Interministerial Coordination and HR Policies Sub-Directorate
Compensation, Welfare and Working Conditions
Sub-Directorate
Staff Regulations and Senior Management Staff
Sub-Directorate
Director General’s office • Communication Bureau • Organisation, Methods
and Internal Audit Unit • Higher Council Coordination and
Labour Issues Monitoring Unit
Some of the
DGAFP’s large-scale projects
In recent years, the DGAFP has introduced several innovations:
❚ Acknowledgment of the right to mobility (Act of 3 August 2009)
❚ Reform of competitive examinations
❚ Streamlining of a number of corps
❚ Creation of an interministerial corps
❚ Recognition of professional experience
❚ Occupational health and safety agreement (November 2009)
❚ Introduction of turnkey support tools: career appraisals, mobility and career consultants, interministerial HR support platforms, etc.
❚ Overhaul of industrial relations in the civil service (Act of 5 July 2010)
❚ Creation of the Civil Service Joint Council (CCFP) for all three French civil service branches (Decree of 30 January 2012)
❚ Lessening job insecurity for non-established civil servants (Act of 12 March 2012)
❚ Measures to promote equal employment opportunities between men and women
❚ Memorandum of Understanding of 8 March 2013 promoting equal employment opportunities between men and women
❚ Memorandum of Understanding of 22 October 2013 concerning the prevention of psychosocial risks in the civil service
❚ Charter of 17 December 2013 promoting equality and anti-discriminatory practices in the civil service
There are four prerequisites for conducting HR structural reforms:
An HR action plan to identify the relevant positions and recruitment needs as regards both location and skills.
A legal framework to foster mobility and career advancement
The use of the web-based Interministerial Civil Service Job Centre (BIEP) so that all civil servants are aware of every vacancy
Upstream industrial relations which continue throughout the process to ensure that reforms are carried out with and by civil service staff.
reGional hr Platforms – contact Details
❚ General staff regulations (the DGAFP is responsible for the regulations, their implementing legislation, updates and the organisational principles that concern all civil servants)
❚ Specific staff regulations for the State civil service (the DGAFP drafts and updates regulations governing cross-departmental civil service positions, such as those for attachés and administrative assistants, and coordinates specific regulations for certain corps, such as labour inspectors)
❚ Compensation and benefits schemes (the DGAFP drafts pay policy including salaries and benefits)
❚ Pensions (the DGAFP establishes regulations for civil service pension schemes)
❚ Recruitment and training (the DGAFP ensures that recruitment and training is more position-specific and encourages diversity and equal opportunities)
❚ Statistical knowledge (the DGAFP produces official statistics on the situation of employees and on HR management within the civil service)
To help it fulfil its interministerial steering and support role, the DGAFP is positioned at the centre of a number of networks. These networks are venues for sharing experience and information to be able to pool successful innovations and best practices.
Leadership built on four pillars
A rapidly-changing contextOver time, the missions of the DGAFP have changed considerably. There are several reasons for this:
❚ Sweeping modernisation and a change in both the speed and scope of reforms;
❚ A need for employees’ skills, more than ever before, to be fully leveraged;
❚ A need to enhance the professional orientation of employees’ careers, making them more rewarding and varied, to better serve users.
1ExpErtisE covEring thE EntirE civiL sErvicE
The DGAFP provides expertise on staff regulations, keeps these regulations up-to-date, and guarantees their fairness and consistency at interministerial level.
2
❚ Higher Council for the State Civil Service (CSFPE) (for discussing all general-interest issues concerning central government employees and the civil service. Chaired by the Minister for the Civil Service, it counts civil service trade unions amongst its members)
❚ Civil Service Joint Council (CCFP) (set up on 31 January 2012, the CCFP’s purview extends to all legislation aimed at France’s three civil service branches. Chaired by the Minister for the Civil Service, it comprises three groups: trade unions, local and hospital civil service employers)
❚ Interministerial Social Action Committee (CIAS) (for suggesting interministerial social action policies both nationally and regionally)
❚ Human Resources Directorates (DRH) seminar (to share guidelines and innovative practices to introduce at interministerial level)
❚ DRH Committee (to facilitate discussions between government departments and both public and private firms to “make the State France’s best employer”
❚ HR Forward Planning (GPRH) conferences (to share innovations and best practices between ministries, and establish the roadmap between the ministries and the DGAFP)
❚ Advisory Board (to have a network of public administration experts from both the public and private sectors)
❚ Senior management network (to steer HR policies with respect to senior management)
❚ Administrative authority for the ENA and the IRA (to recruit and train the Government’s future senior managers)
❚ EUPAN (to exchange with EU Member State directorates/ministries in charge of the civil service and government modernisation)
intErministEriaL hr jurisdiction
❚ École de la GRH (to share knowledge and best practices to foster access to operational HRM and training resources)
The most recent agreements:
❚ Ongoing training (November 2006)
❚ Overhauling industrial relations (June 2008)
❚ Occupational health and safety (Nov. 2009)
❚ Promoting security of employment in the civil service (March 2011)
❚ Memorandum of Understanding of 8 March 2013 promoting equal employment opportunities between men and women
❚ Memorandum of Understanding of 22 October 2013 concerning the prevention of psychosocial risks in the civil service
a concErtation forum for industriaL rELations
Social dialogue need to be seen as a vehicle for momentum,helping to move forward, fostering mutual benefits,whilst allowing all stakeholders freedom of judgmentand making them fully accountable.
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communication basEd on hr govErnancE
❚ Press relations
❚ A civil service website: www.fonction-publique.gouv.fr (9 million hits per year)
❚ E-newsletters: • Trajectoires
(a newsletter from the Minister for the Civil Service)• Performances (senior management issues)
❚ Publications (six collections, including the Rapport annuel sur l’état de la fonction publique, an annual report on the state of the civil service)
❚ Network coordination (HR managers, training consultants, mobility and career consultants, ministerial communication specialists, civil service training centres, etc.)
❚ Trade fairs (Salon de l’emploi public, forums, etc.)
The primary targets of these initiatives are ministerial HR managers and – for common topics – the other civil service branches. Certain events, trade fairs in particular, allow for more direct contact with the general public and civil servants.
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www.fonction-publique.gouv.fr © D
GAFP
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omm
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4
les collections De la DGafP
350 streamlined or eliminated corps and 417 updated recruitment procedures. Notions such as occupations, results, performance, HR forward planning, career appraisal or advice are now mainstays. Over and beyond figures and sound bites, these all provide concrete examples of the changes underway in France’s three civil service branches. HRM modernisation efforts are overseen by the DGAFP. The DGAFP is the HR directorate for all government employees, and works closely with the Budget Directorate and the Secretariat-General for Government Modernisation concerning missions within their remit.
Directorate General for Administration and the Civil Service
Presentation
AnnuAl REPoRt
The Rapport annuel sur l’état de la fonction publique sets out the main tenets of HRM in its “human resources policies and practices” section and contains a civil service employee review in its “facts and figures” statistics section, on which the “key figures” and “summary table” brochures are based.
outIlS DE lA GRH
Geared mainly towards HR managers, this collection compiles a large number of steering support documents in daily use by HR departments. For example, the interministerial directory of Central Government jobs (RIME), the Dictionnaire des compétences, one-off guides and the “Démarches, outils et acteurs de la mobilité” kit are also part of the collection.
PolItIquES D’EmPloI PuBlIC
All this collection’s publications address topics related to HR forward planning, from knowledge to skills management. It also contains memoranda of understanding drawn up following negotiations with representative civil service trade unions.
lES ESSEntIElS
This collection which is aimed at a wide audience and which is comprised of informative sheets or records, provides information on recruitment, competitive examinations, careers, training and, more broadly, all issues relating to civil servants’ career advancement.
StAtIStIquES Et RECHERCHE SuR lA FP
This collection has four sub-collections and is destined for decision-makers, managers, statisticians and researchers: “Stats rapides” gives indicators and initial results; “Point Stat” briefly analyses the results of statistical surveys and studies; “Documents et méthodes” provides interim reports on research and methodology work; “Études, recherche et débats” contains in-depth quantitative and qualitative studies.
REPèRES DGAFP
This collection compiles all documents, for either in-house or external use, which present and promote the DGAFP and its missions.
